What Is Recruitment (HRM): Examples, Process & Types

What is recruitment and what does that word bring to mind? A stack of resumes, endless interviews, or maybe even the thrill of finding that perfect fit for a job? Well, that is just scratching the surface. Recruitment is the foundation of building great teams, and it is so much more than filling vacancies.

In this guide, we will answer all your questions about recruitment, walk you through the step-by-step process, and learn about its different types to help you build a strong team while avoiding costly mistakes.

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What Is Recruitment In HRM? Easy Definition

Recruitment in HRM (Human Resource Management) is the strategic process of identifying, attracting, and selecting qualified candidates to fill roles in an organization. Unlike general recruiting, which focuses solely on matching candidates with job openings, recruitment in HRM is a comprehensive approach that aligns hiring practices with the company’s long-term goals and culture. 

It emphasizes creating a structured process to source talent, evaluate skills, and onboard individuals who meet job requirements while contributing to organizational growth. This HRM-specific approach ensures the recruitment process is consistent with workforce planning, diversity initiatives, and compliance with labor laws. 

It often involves collaboration with department managers, data-driven techniques, and strategic tools to ensure the right fit for both the role and the company. This makes recruitment in HRM distinct, as it goes beyond filling positions and plays a critical role in shaping the organization’s future. 

Importance Of Recruitment In HRM

• Ensures the organization attracts top talent to achieve its goals.
• Builds a strong workforce aligned with company culture and values.
• Improves overall employee performance and productivity.
• Reduces turnover by hiring the right candidates for the right roles.
• Enhances the employer’s brand and reputation in the job market.
• Streamlines the hiring process, saving time and resources.
• Supports diversity and inclusion initiatives for a balanced workforce.
• Aligns hiring strategies with organizational growth and objectives.

What Are The Most Used Types Of Recruitment?

Here are 8 types of recruitment for different business needs and goals:

1. Internal Recruitment

Internal recruitment fills roles with current employees through promotions, transfers, or role changes. Hiring managers leverage the existing employee’s proven skills, company knowledge, and cultural fit, which reduces onboarding time and costs. It also lifts employee morale as you offer clear growth opportunities within the organization.

Best For

• Large organizations with established talent pipelines.
• Companies prioritizing employee growth and retention.
• Industries with highly specialized roles requiring internal expertise.

2. External Recruitment

External recruitment sources candidates from outside the organization to bring in fresh skills, perspectives, and expertise. This fills roles that require specific qualifications or experience not available within the current workforce. It diversifies the talent pool and promotes innovation within the company.

Best For

• Startups and growing businesses expanding their teams.
• Industries requiring specialized or niche expertise.
• Companies aiming to enhance diversity and innovation.

3. Direct Recruitment

Direct recruitment involves proactively reaching out to potential candidates, especially for senior, specialized, or hard-to-fill roles. This targets highly qualified individuals who may not be actively job searching but have the skills and experience needed for critical positions. It’s a focused approach that saves time as you narrow the search to top-tier talent.

Best For

• Industries with niche or highly specialized roles, like tech or healthcare.
• Businesses seeking executive-level or leadership talent.
• Companies that need to fill critical positions quickly with top-tier candidates.

4. Campus Recruitment

Campus recruitment focuses on hiring fresh talent directly from universities and colleges. This targets recent graduates with up-to-date knowledge and innovative ideas. This works for entry-level roles or when you build a talent pipeline for future leadership positions. It also lets a hiring manager establish strong employer branding among young professionals entering the job market.

Best For

• Tech and engineering firms looking for fresh, innovative talent.
• Large corporations building entry-level talent pipelines.
• Industries that require adaptable candidates with up-to-date skills, like finance or marketing.

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The global average time to hire is 44 days.
(Source)

5. Social Media Recruitment

Social media recruitment uses platforms like LinkedIn, Facebook, and Instagram to identify and engage potential candidates. This recruitment strategy reaches a broader audience, including passive job seekers, while showcasing their brand culture and values. 

Best For

• Creative industries like marketing, design, and media.
• Tech companies seeking digitally savvy candidates.
• Startups and small businesses building a strong employer brand.

6. Outsourced Recruitment

Outsourced recruitment means you partner with external agencies or RPO (Recruitment Process Outsourcing) firms to handle the hiring process. These agencies use their expertise, networks, and tools to source, screen, and select candidates efficiently, saving you time and resources for your business. 

Best For

• Businesses undergoing rapid scaling or expansion.
• Industries with high-volume hiring needs, like retail or healthcare.
• Companies seeking specialized talent in competitive markets.

7. Employee Referrals

Employee referrals use your current employees’ networks to recommend candidates for open roles. This produces faster hires, better cultural fit, and higher retention rates because candidates are pre-vetted by your trusted team members. It also improves employee engagement as you involve staff in the recruitment process and reward them for their efforts.

Best For

• Small to medium-sized businesses building tight-knit teams.
• Industries prioritizing cultural fit, like hospitality or creative services.
• Companies seeking cost-effective recruitment solutions.

8. eRecruitment

eRecruitment uses online platforms like job boards, company websites, and applicant tracking systems (ATS) to attract and manage candidates. This method automates tasks like job opening posting, screening resumes, and tracking applications. It reaches a global talent pool and fills roles quickly in competitive industries.

Best For

• Tech-savvy industries like IT and digital marketing.
• Companies hiring for remote or global positions.
• Businesses that need to manage high application volumes efficiently.

Recruitment & Selection Process Explained Simply

Follow these simple steps to kickstart your recruitment process effectively:

Step 1: Define the Job Role

A clear job role attracts the right candidates and sets performance expectations from the start. 

Start to identify the specific tasks, responsibilities, and outcomes expected from the role. Consult with team members or department heads to make sure the description aligns with operational needs and avoids overlap. 

To get you started, here’s a step-by-step procedure on how you will define the job role:

1. Outline the Purpose:
   1. Answer this question: Why it’s needed
   2. Example: “We need a Digital Marketing Specialist to drive online visibility and increase website traffic for our new product line.”
2. List Key Responsibilities:
   1. Answer this question: What they’ll do
   2. Example: “Develop and execute digital marketing campaigns, manage social media accounts, analyze website performance, and optimize content for SEO.”
3. Set Required Skills and Qualifications:
   1. Answer this question: What they need
   2. Example: “Bachelor’s degree in Marketing or a related field, 2+ years of experience in digital marketing, expertise in Google Analytics and SEO tools, and strong communication skills.”
4. Collaborate with Teams:
   1. Answer this question: How it fits
   2. Example: “Discuss with the sales and design teams to align the marketing strategy with product goals and ensure brand consistency.”

Step 2: Identify Recruitment Channels

Recruitment channels help you reach the right candidates efficiently. Different roles require different platforms—for example, posts for technical positions may perform better on LinkedIn, whereas you might have to search on niche job boards or social media for creative roles. 

Understand where your preferred candidates are most active, and choose channels that match the industry and expertise you need. 

Here are the common recruitment channels you should consider:

• Job Boards: Post detailed job descriptions on platforms like Indeed or Glassdoor to reach active job seekers.
• Social Media: Use LinkedIn for professional roles and Instagram or Twitter to attract creative talent by showcasing your company culture.
• Employee Referrals: Encourage your team to recommend qualified candidates from their network and offer referral incentives.
• Recruitment Agencies: Partner with specialized agencies for hard-to-fill or high-level positions.
• Campus Recruitment: Collaborate with universities to attract fresh graduates through job fairs or career events.

Step 3: Create a Strong Job Posting

A strong job posting attracts qualified candidates and stands out in a competitive job market. A well-crafted post communicates the role’s requirements and highlights your company’s values and benefits. To do this, you need to write a clear and engaging job description:

• Use a concise and appealing title that reflects the role and its level, like “Digital Marketing Specialist – Entry Level.”
• Include key responsibilities, daily tasks, and how the position contributes to your company’s goals.
• List must-have qualifications and desirable traits to filter suitable candidates.
• Briefly describe your work environment, mission, and values to make the role appealing.
• Mention perks, career development, or unique aspects of the role to attract talent.

Here’s a job post template you can use:

Job Title: [Insert Job Title, e.g., Digital Marketing Specialist – Entry Level] About Us: [Briefly describe your company, its mission, values, and what makes it a great place to work. Example: “We are a fast-growing tech company committed to innovation and empowering our team members to achieve their best.”] Role Overview: [Summarize the role in 1-2 sentences. Example: “As a Digital Marketing Specialist, you will lead campaigns to drive online visibility, enhance brand presence, and engage target audiences.”] Key Responsibilities: – [List primary tasks, e.g., Develop and execute digital marketing strategies.] – [Example: Manage social media platforms to increase engagement and followers.] – [Analyze and report on campaign performance to optimize results.] Required Skills & Qualifications: – [List minimum qualifications, e.g., Bachelor’s degree in Marketing or related field.] – [Example: Proficiency in SEO tools, Google Analytics, and content management systems.] – [Excellent communication and problem-solving skills.] What We Offer: – [Highlight benefits, e.g., Competitive salary and comprehensive health insurance.] – [Example: Opportunities for professional growth and training programs.] – [Flexible working hours and a supportive work environment.] How to Apply: [Explain the application process. Example: “Submit your resume and a cover letter detailing your experience and why you’re a great fit for this role to careers@company.com.”] This template ensures you cover all key points while making the posting professional and engaging.

Step 4: Screen Applications

Carefully review job applications, resumes, and cover letters to identify candidates who meet your requirements. This narrows down the pool of candidates to those who meet the role’s specific qualifications and fit your organization. This step saves you time as you focus on applicants who are most likely to succeed in the role. 

Here are ways to effectively screen applicants:

• Upload applications into an Applicant Tracking System (ATS) to automatically sort and rank candidates based on relevant keywords and qualifications. For instance, if “SEO” is critical, the system will highlight resumes where it appears. 
• Look for cover letters tailored to your job post. Check if the candidate explains why they’re interested in your company and role, and how their skills align with the position. 
• Verify claims like certifications, years of experience, and major accomplishments. If a candidate lists “Managed $1M in marketing campaigns,” make sure this aligns with their previous roles and responsibilities. Use LinkedIn profiles or professional references to confirm details if necessary.
• Rank the top candidates based on how well they match the job criteria. Note any potential gaps or concerns to address in the next stage like a short employment stint or unclear achievements, to guide your interview questions.

???? Interesting tidbit

76% of companies say recruiting automation frees up recruiters’ time.
(Source)

Step 5: Conduct Initial Interviews

Initial interviews are conducted over the phone or via video calls to assess their suitability for the role. This step helps you verify the candidate’s qualifications, clarify details from their application, and gauge their communication skills and enthusiasm. It’s a time-efficient way to filter out mismatches before moving to more in-depth evaluations.

Here are some questions for your initial interview:

• Background and Experience
  • Can you briefly walk me through your professional background?
  • What specific skills or experiences make you a good fit for this role?
• Role Understanding
  • What interests you most about this position and our company?
  • How do you see your skills contributing to the success of this role?
• Availability and Logistics
  • When would you be available to start if selected?
  • Are there any specific requirements or conditions we should know about?
• Career Goals
  • Where do you see yourself professionally in the next 2-3 years?
  • How does this role align with your long-term career aspirations?
• Clarification and Questions
  • Can you explain any gaps or transitions in your work history?
  • Do you have any questions about the role or the company?

Step 6: Evaluate with Tests or Assignments

Tests or assignments provide a deeper understanding of a candidate’s capabilities beyond their resume and interview. It helps you gauge their technical skills, creativity, and approach to real-world tasks specific to the job, ensuring you hire someone who can deliver on the role’s demands.

Here are different types of tests or assignments you can use:

• Skill-Specific Tasks: Provide a clear brief outlining the target audience, objectives, and any constraints. Give them a reasonable timeframe (24-48 hours) and specify deliverables like a PowerPoint presentation or written plan.
• Problem-Solving Scenarios: Share the scenario in written form or during the interview and ask for a step-by-step explanation of their approach. Evaluate their critical thinking and decision-making process.
• Work Simulations: Role-play the situation with the candidate, providing context and allowing them to respond in real-time. Assess their communication, empathy, and problem-resolution skills.
• Portfolio Review or Project Work: Request specific types of work relevant to your needs. Give them access to tools or resources they might need and outline evaluation criteria like creativity and technical execution.
• Technical Assessments: Provide access to a testing platform or share a clear problem statement. Set a time limit and evaluate their code quality, problem-solving efficiency, and adherence to best practices.

Step 7: Schedule Final Interview

The final interview is the last stage of the recruitment process where you evaluate top candidates for cultural fit, problem-solving abilities, and alignment with company goals.  This assesses the candidate in-depth, addresses any remaining questions, and ensures they align with the team and organizational values. 

Here are the 5 things you need to keep in mind for the final interview:

• Make sure all interviewers understand their role in the interview and have reviewed the candidate’s profile.
• Focus on cultural fit, decision-making skills, and alignment with company values.
• Craft questions specific to the role, the candidate’s past experiences, and any concerns from previous interviews.
• Include managers or team members the candidate will work with for a more holistic evaluation.
• Give the candidate time to ask questions about the role, team, or company.

Here are the final interview questions you can use:

• Cultural Fit
  • How do you handle feedback, and can you share an example of when you used it to improve?
  • What do you value most in a company culture?
• Decision-Making and Problem-Solving
  • Can you describe a time when you had to make a difficult decision with limited information?
  • How do you approach solving complex problems in high-pressure situations?
• Role-Specific Expertise
  • What strategies would you bring to this role to address [specific challenge relevant to the role]?
  • How do you prioritize tasks when managing multiple responsibilities?
• Long-Term Goals and Alignment
  • Where do you see yourself in 5 years, and how does this role align with that vision?
  • What motivates you to stay engaged and productive at work?

Step 8: Make an Offer & Onboard

In this step, you will extend the job offer and formally outline the new hire’s salary, benefits, and terms of employment. Once they accept the offer, you will integrate the new hire into your company, where you provide the tools, information, and support they need to succeed.

A well-structured offer ensures transparency and helps secure the candidate’s acceptance. Proper onboarding sets the stage for a productive relationship as you help the new hire understand their role, the company culture, and expectations, reducing turnover and enhancing engagement.

Here’s an offer letter template you can use:

[Company Letterhead] [Date] [Candidate Name] [Candidate Address] Subject: Job Offer for [Position Title] Dear [Candidate Name], We are thrilled to extend an offer for the position of [Position Title] at [Company Name]. After careful consideration, we believe your skills and experience align perfectly with our team and goals. Here are the details of your offer: – Start Date: [Start Date] – Salary: [Annual/Monthly Salary] – Benefits: [Health insurance, retirement plans, paid time off, etc.] – Employment Type: [Full-time/Part-time/Contract] Please find attached a detailed document outlining the full terms of your employment. We’re excited to welcome you aboard and look forward to your contribution to our team. Kindly confirm your acceptance by signing and returning the attached document by [Acceptance Deadline]. If you have any questions, don’t hesitate to reach out. We look forward to working with you! Warm regards, [Your Full Name] [Your Job Title] [Company Name] [Contact Information]

To make things easier for you, we have come up with this onboarding plan that you can follow:

Phase	Activities	Timeline
Pre-Start Preparation	– Send a welcome email with first-day instructions.- Prepare workspace and tools (laptop, software, etc.).- Share company handbooks and policies.	1 week before start
Day 1 Orientation	– Conduct an orientation session.- Introduce team members and key stakeholders.- Provide an overview of the company’s mission, values, and culture.	First day
Role Familiarization	– Review job responsibilities and expectations.- Provide training on tools and systems.- Assign initial tasks or projects.	Week 1
Ongoing Training	– Schedule role-specific training sessions.- Assign a mentor or buddy.- Set up regular check-ins with the manager.	Weeks 2-4
Integration and Feedback	– Review progress and address any challenges.- Gather feedback from the new hire about the onboarding experience.- Create a plan for long-term goals.	End of first month

3 Real-World HRM Recruitment Examples You Can Learn From

Here are 3 real-world HRM recruitment examples to inspire and guide your hiring strategy:

I. Google

Google is a global leader in technology, known for its innovative products and data-driven culture. Their recruitment process focuses on structured interviews and assessments, backed by custom algorithms to predict candidate performance. 

This method ensures objective evaluations and aligns hires with the company’s culture and goals. The process is thorough with multiple rounds to assess skills, problem-solving abilities, and cultural fit.

Key Takeaway

• Use structured interviews to evaluate candidates consistently.
• Leverage data or assessment tools to predict candidate success.
• Align hiring decisions with company culture and long-term goals.

II. Unilever

Unilever is a global consumer goods company offering products in nutrition, hygiene, and personal care. To enhance recruitment efficiency, Unilever implemented AI-driven assessments, including game-based evaluations and digital interviews, to screen candidates. 

This approach streamlined the hiring process, reduced interview time by over 50,000 hours, and improved candidate diversity.

Key Takeaway

• Incorporate AI tools to automate initial candidate assessments.
• Utilize digital interviews to expedite the screening process.
• Implement game-based evaluations to engage candidates and assess relevant skills.

III. Zappos

Zappos, an online retailer renowned for exceptional customer service, emphasizes cultural fit in its recruitment process. Candidates undergo multiple interviews, including informal social interactions, to assess alignment with the company’s core values. 

All new hires, regardless of position, participate in a 4-week customer service training, reinforcing the company’s commitment to customer satisfaction. Additionally, Zappos offers new employees $3,000 if they feel the company isn’t the right fit, ensuring that those who stay are genuinely committed.

Key Takeaway

• Assess cultural fit through both formal and informal interactions during the hiring process.
• Provide comprehensive training to immerse new hires in company values and customer service standards.
• Implement strategies to ensure new employees are genuinely committed to the company’s mission, learning from the retention patterns of former employees.

???? Check this out!

Outsourcing to the Philippines can achieve a 70% reduction in labor costs.
(Source)

Modern HR Recruitment Trends For The HRM Industry

• AI-powered screening tools: Used to automate candidate filtering, reducing time-to-hire and improving decision-making accuracy.
• Data-driven analytics: Helps HR teams predict candidate performance and optimize recruitment strategies based on real metrics.
• Virtual Reality (VR) for training: Engages candidates with immersive onboarding and realistic job simulations for better preparation.
• Social media recruitment: Expands reach to passive candidates and showcases company culture to attract diverse talent.
• Chatbots for candidate engagement: Provides instant responses to inquiries, enhancing the candidate experience and streamlining communication.

Conclusion

Recruitment and talent acquisition can feel overwhelming at first, especially as you navigate defining roles, choosing the right channels, and assessing candidates. The first step is the hardest, but with each experience, you’ll refine your process and develop a system tailored to your business needs. Until then, this guide will help you get started and identify the roles you need to recruit for.

To streamline the entire recruitment process, you can partner with Genius. We are a recruitment agency specializing in sourcing top talent from the Philippines and Latin America. Your satisfaction is our priority, with free interviews and a 6-month talent guarantee. Join us now and experience effortless recruitment.

FAQs

How do you manage the HR recruitment process?

To manage the HR recruitment process, create a structured plan that includes defining job roles, selecting the right recruitment channels, and screening candidates systematically. Effective management also requires the use of tools like applicant tracking systems (ATS) to streamline workflows, conducting interviews to assess skills and cultural fit, and maintaining clear communication with candidates throughout the process. 

Is recruiting the same as HR?

Recruiting is a key function within HR but not the same as HR as a whole. While recruiting focuses on sourcing, assessing, and hiring candidates, HR encompasses a broader range of responsibilities, including employee relations, training, benefits management, and compliance.

What is the main objective of human resources recruitment in an organization?

The main objective of HR recruitment is to attract, evaluate, and hire qualified candidates who align with the organization’s goals, culture, and needs. It aims to build a strong workforce that contributes to business success and long-term growth.

What are HR and recruitment officers?

HR officers manage various aspects of employee relations, including training, compliance, and workplace policies. Recruitment officers specialize in the hiring process, focusing on attracting, screening, and selecting candidates to fill organizational roles. Both roles contribute to building and maintaining an effective workforce.